It is the policy of the State University of New York (University)
that no discrimination against or harassment of individuals will occur on any of the
campuses or in the programs or activities of the University. Furthermore, the University
provides equal opportunity in employment for all qualified persons; prohibits discrimination
in employment; and promotes the full realization of equal employment opportunity through
a positive, continuing program for the University as a whole and for each constituent
unit of the University.

Policy

I. Access and Fair Treatment

It
is the policy of the State University of New York (University) that no discrimination
against or harassment of individuals will occur on any of the campuses or in the programs
or activities of the University. All judgments about and actions toward students and
employees will be based on their qualifications, abilities, and performance. Attitudes,
practices, and preferences of individuals that are essentially personal in nature,
such as private expression or sexual orientation, are unrelated to performance and
provide no basis for judgment. All University campuses are expected to take appropriate
action to implement this policy of fair treatment.

II. Employment

A. It is the policy
of the University to provide equal opportunity in employment for all qualified persons;
to prohibit discrimination in employment; and to promote the full realization of equal
employment opportunity through a positive, continuing program for the University as
a whole and for each constituent unit of the University. This policy:

1. applies to all
persons without regard to race, creed, color, national origin, age, sex, except where
sex is a bona fide occupational qualification, sexual orientation, military status,
disability, or marital status;

2. applies equally
to all job classifications and titles in the University and to all types of appointments
under University jurisdiction, whether full-time or part-time;

3. governs all
University policies, practices, and actions including but not necessarily to recruitment,
employment, rate of pay or other compensation, advancement, upgrading, promotion,
demotion, renewal, non-renewal, termination, transfer, layoff, leave, training, and
employee benefits of whatever nature;

4. applies equally to
all University organizational units; and

5. expects each
contractor, supplier, union, public agency or cooperative agent to support this policy
by complying with applicable state and federal equal employment opportunity laws and
regulations.

B. Full and continuing
realization of this policy in the University shall be undertaken by:

1. Developing Affirmative
Action Programs which shall:

a. detail actions designed
to realize the University's commitment to equal employment;

b. analyze employment
patterns within the University;

c. set forth plans
to rectify any deficiencies;

d. identify and
remove impediments to equal employment opportunity;

e. establish goals
and timetables for affirmative action;

f. provide
for the internal and external dissemination of University policy;

g. pursue the commitment
to equal employment opportunity throughout the institution; and

h. provide for
the review, assessment, evaluation, and improvement of University action in carrying
out this policy and affirmative action programs.

2. Committing staff
and support necessary to make effective equal employment policies and programs of
the University. University-wide liaison and leadership in equal employment opportunity
shall be effected through a member of the chancellor's staff. Campus liaison and leadership
shall be effected through a member of the president's staff. The liaison and leadership
function will embrace such activities as:

a. developing policy
statements and Affirmative Action Programs;

b. developing internal
and external communication techniques;

c. assisting in
the identification of problem areas and establishment of goals and objectives:

C. The University
affirms its right to take appropriate action if it, or other duly constituted authority,
should determine that applicable federal and state equal employment opportunity laws
and regulations have been violated, or that the effect and intent of this policy has
been willfully or habitually abrogated.

III. Sexual Harassment and Harassment Based on
Other Protected Characteristics

A. It is the policy of the University
to ensure fair treatment to all individuals, including students, consistent with federal
and state law. Accordingly, harassment based on sex or other protected characteristics
is prohibited in all areas of the University activity and programs.

B. Employees and students
who believe they have been victims of harassment may use the University’s Discrimination
Complaint Procedure for review of their allegations.

Definitions

Sexual harassment – Unwelcome sexual advances,
requests for sexual favors, and verbal or physical conduct of a sexual nature when
(1) submission to such conduct is made explicitly or implicitly a term or condition
of an individual's employment; (2) submission or rejection of such conduct by an individual
is used as the basis for employment decisions affecting such individual; or (3) such
conduct has the purpose or effect of substantially interfering with the individual's
work performance or creating an intimidating, hostile, or offensive working environment.

Harassment on the Basis of Protected Characteristic(s)
other than Sex/Gender – harassment based on race, color, age, religion,
national origin, disability, sexual orientation or other protected characteristics
is oral, written, graphic or physical conduct relating to an individual's protected
characteristics that is sufficiently severe, pervasive, or persistent so as to interfere
with or limit the ability of an individual to participate in or benefit from the educational
institution’s programs or activities.

Sexual Harassment in the Educational Setting –
unwelcome conduct of a sexual nature. Sexual harassment can include unwelcome sexual
advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct
of a sexual nature. Sexual harassment of a student denies or limits, on the basis
of sex, the student’s ability to participate in or to receive benefits, services,
or opportunities in the educational institution’s program.

Sexual Harassment in the Employment Setting –
unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct
of a sexual nature when any of the following occurs:

Submission to such conduct is made a term or condition
of an individual’s continued employment, promotion, or other condition of employment.

Submission to or rejection of such conduct is used as
a basis for employment decisions affecting an employee or job applicant.

Such conduct is intended to interfere, or results in
interference, with an employee’s work performance, or creates an intimidating,
hostile, or offensive work environment.

Memorandum to presidents from the offices of the vice chancellor
for employee relations and educational services and the University counsel and vice
chancellor for legal affairs dated February 4, 1985 outlined office of employee relations’
(OER) memorandum and the final version of the “Policy, Guidelines, and Procedures
for Executive Order No. 28.”

Memorandum to presidents from the office the University counsel
and vice chancellor for legal affairs dated July 18, 1984 informed campuses that the
office of employee relations (OER), as directed by Executive Order No.28, had established
guidelines and procedures for the investigation of complaints of employment discrimination
based on sexual orientation.

Memorandum to presidents from the offices of the vice chancellor
for employee relations and educational services and the University counsel and vice
chancellor for legal affairs dated February 24, 1984 regarding nondiscrimination policy
relating to sexual orientation.

Memorandum to presidents from the office of the executive
vice chancellor dated December 21, 1983 regarding new Executive Orders No. 17 and
19 on the “Conduct of State Business in Private Establishments and on Sexual
Harassment.”

On October 26, 1983, the Board of Trustees adopted Resolution
83 - 216, which reaffirmed the University’s non-discrimination and harassment
policy and required fair treatment without regard to personal preferences.

Memorandum to presidents from the offices of University
counsel and vice chancellor for legal affairs and assistant vice chancellor for affirmative
action dated January 12, 1981 regarding final guidelines from the Equal Employment
Opportunity Commission (EEOC) dealing with sexual harassment.

Memorandum to presidents from the offices of University
counsel and vice chancellor for legal affairs dated June 21, 1977 regarding “Non-discrimination
on the Basis of Handicap.” Information was provided about the Department of
Health, Education and Welfare regulation issued pursuant to section 504 of the Rehabilitation
Act of 1973 governing nondiscrimination on the basis of handicap (45 CFR Part 84;
42 Fed. Reg. 22676), which was effective June 3, 1977.

Memorandum to presidents from the office of the acting deputy
to the chancellor for community colleges dated June 5, 1973, regarding Equal Employment
Information. Presidents were invited to supply the University with the name of a staff
member to receive equal employment opportunity memoranda and bulletins for reference
and information only.

Memorandum to presidents from the office of the chancellor
dated April 26, 1973, regarding the distribution and implementation of State University’s
Equal Employment Opportunity Plan.

University Board of Trustees Resolution 71-202, adopted
June 30, 1971 outlined the University’s policy on equal employment opportunity
and designated the chancellor to take all steps necessary and proper to promulgate
and implement this policy